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  • Our Oracle Recruitment Team is Growing - Multiple Job Opportunities in Bangalore, India

    - by david.talamelli
    DON"T GET STUCK IN THE MATRIXSEE YOUR FUTUREVISIT THE ORACLE The position(s): CORPORATE RECRUITING RESEARCH ANALYST(S) ABOUT ORACLE Oracle's business is information--how to manage it, use it, share it, protect it. For three decades, Oracle, the world's largest enterprise software company, has provided the software and services that allow organizations to get the most up-to-date and accurate information from their business systems. Only Oracle powers the information-driven enterprise by offering a complete, integrated solution for every segment of the process industry. When you run Oracle applications on Oracle technology, you speed implementation, optimize performance, and maximize ROI. Great hiring doesn't happen by accident; it's the culmination of a series of thoughtfully planned and well executed events. At the core of any hiring process is a sourcing strategy. This is where you come in... Do you want to be a part of a world-class recruiting organization that's on the cutting edge of technology? Would you like to experience a rewarding work environment that allows you to further develop your skills, while giving you the opportunity to develop new skills? If you answered yes, you've taken your first step towards a future with Oracle. We are building a Research Team to support our North America Recruitment Team, and we need creative, smart, and ambitious individuals to help us drive our research department forward. Oracle has a track record for employing and developing the very best in the industry. We invest generously in employee development, training and resources. Be a part of the most progressive internal recruiting team in the industry. For more information about Oracle, please visit our Web site at http://www.oracle.com Escape the hum drum job world matrix, visit the Oracle and be a part of a winning team, apply today. POSITION: Corporate Recruiting Research Analyst LOCATION: Bangalore, India RESPONSIBILITIES: •Develop candidate pipeline using Web 2.0 sourcing strategies and advanced Boolean Search techniques to support U.S. Recruiting Team for various job functions and levels. •Engage with assigned recruiters to understand the supported business as well as the recruiting requirements; partner with recruiters to meet expectations and deliver a qualified pipeline of candidates. •Source candidates to include both active and passive job seekers to provide a strong pipeline of qualified candidates for each recruiter; exercise creativity to find candidates using Oracle's advanced sourcing tools/techniques. •Fully evaluate candidate's background against the requirements provided by recruiter, and process leads using ATS (Applicant Tracking System). •Manage your efforts efficiently; maintain the highest levels of client satisfaction as well as strong operations and reporting of research activities. PREFERRED QUALIFICATIONS: •Fluent in English, with excellent written and oral communication skills. •Undergraduate degree required, MBA or Masters preferred. •Proficiency with Boolean Search techniques desired. •Ability to learn new software applications quickly. •Must be able to accommodate some U.S. evening hours. •Strong organization and attention to detail skills. •Prior HR or corporate in-house recruiting experiences a plus. •The fire in the belly to learn new ideas and succeed. •Ability to work in team and individual environments. This is an excellent opportunity to join Oracle in our Bangalore Offices. Interested applicants can send their resume to david[email protected] or contact David on +61 3 8616 3364

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  • Is HR/Recruitment Really Ready For Innovative Candidates

    - by david.talamelli
    Before I begin this blog post, I want to acknowledge that there are some great HR/Recruitment people out there who are innovative and are leading the way in using new means to successfully attract and connect with talented people. For those of you who fit in this category, please keep thinking outside the square - just because what you do may not be the norm doesn't mean it is bad. Ok, with that acknowledgment out of the way - Earlier this morning (I started this post Friday morning) I came across this online profile via a tweet from Philip Tusing I love the information that Jason has put on his web-pages. From his work Jason clearly demonstrates not only his skills/experience but also I love how he relates his experience and shows how it will help an employer and what the value add of having him on your team is. Looking at Jason's profile makes me think though, is HR/Recruitment in general terms ready to deal with innovative candidates. Sure most Recruiters are online in some form or another, but how many actually have a process that is flexible enough to deal with someone who may not fit into your processes. Is your company's recruitment practice proactive enough to find Jason's web-pages? I am not sure what he is doing in terms of a job search, but if he is not mailing a resume or replying to ads on a Job Board - hopefully Jason comes up on some of the candidate searching you are doing. Once you find this information, would the information Jason provides fit nicely into your Applicant Tracking System or your Database? If not, how much of the intangible information are you losing and potentially not passing on to a Hiring Manager. I think what has worked in the past will not necessarily work in the future. Candidates want to work somewhere they will be challenged and learn and grow. If your HR/Recruitment team displays processes that take don't necessarily convey this message, this potentially could turn people away who were once interested in your company. For example (and I have to admit I still do some of these things myself), once calling up and having a talk to a candidate a company may say: 1) HR Question: Send me in a copy of your resume - Candidate Reply - you actually already have my resume, the web-page is http:// 2) HR Question:Come in for a chat so we can get to know you - Candidate Reply - if this is the basis of a meeting, you already know me and my thoughts by looking at my online links (blog, portfolio, homepage, etc...) These questions if not handled properly could potentially turn a candidate from being interested in your company to not being interested in your company. It potentially could demonstrate that your company is not social media savvy or maybe give the impression of not really being all that innovative. A candidate may think, if this company isn't able to take information I have provided in the public forum and use it, is it really a company I want to work for? I think when liaising with candidates a company should utilise the information the person has provided in the public domain. A candidate may inadvertantly give you answers to many of the questions you are seeking on their online presence and save everyone time instead of having to fill out forms or paperwork. If you build this into your conversations with your candidates it becomes a much more individualised service you are providing and really demonstrates to a candidate you are thinking of them as an individual. Yes I know we need to have processes in place and I am not saying don't work to those processes, but don't let process take away a candidates individuality. Don't let your process inadvertently scare away the top candidates that you may want in your company. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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  • Book Review Charlene Li's New Book: Open Leadership

    - by david.talamelli
    A few weeks ago, I was surprised when I looked in our mail box. I had received an Advance Copy of Charlene Li's new book titled "Open Leadership: How Social Technology Can Transform the Way You Lead". Charlene sent a tweet a while back asking anyone interested in receiving the book to submit their details. I sent off my details and didn't think I would hear anything back, so it was a pleasant surprise. With that I almost feel bad that it has taken me 3 weeks to read her book. It took this long mainly because it has been hard to fit in some quality reading time for myself with work, the kids, volunteering, etc..... I am happy to report I have finished her book and wanted to run through my initial thoughts with you. I first came across Charlene Li after reading her book "Groundswell" a few years ago, her latest book "Open Leadership" is a follow on from Groundswell and to me it seems like a natural progression from the question "Ok the business landscape is changing, what do we do now?" For me these two books have a different writing style to them. Groundswell from memory spoke about broad social media concepts and adoption and alerted us to some of the changes taking place in the SM landscape. Open Leadership seems to be focussed on taking those broad concepts and finding ways to implement them into your environment. That is breaking broad concepts down into individual action items that can be measured and analysed. As the business world changes Leaders must change their approach and let go of control to more control. One of the things I love reading about is seeing real life examples of how people and organisations are making these things happen. In this book Charlene has collected some great collateral and case studies from companies such as Cisco, Best Buy, The Red Cross and The State Bank of India (as a side-note, I wish now that I submitted my input for the Leaders I work with here at Oracle - there are some great examples here of people who empower their staff). As society becomes more adept at using social media it is inevitable that Leaders must become open with their employees, clients and partners. From the book some of the key points I took away are (I actually took away a lot more from this book, this is just an overview) : 1) Organisations should encourage risk taking. Without being a "hacker", how can we improve ourselves, our processes, our business, etc... The old saying you only fail by not trying applies here. If Leaders create a culture where people are afraid to stick their neck out - how will you innovate? 2) Leaders need to lead by example - if you want to promote an open and transparent business, a Leader needs to exemplify the traits they would like to see out of their employees. 3) The definition of a Leader is changing, open leadership is about being a catalyst to change that uses networks to spread a vision as opposed to traditional leadership that is viewed as a role. 4) There is a cultural and business shift taking place. Information is more wide-spread and is being disseminated faster than any other time in the past. Leaders who are open and transparent will thrive in this new business environment. 5) Leadership is not defined by a title - it is defined by a person's actions. Also anyone can be a Leader or has Leadership potential in them- it is a matter of drawing that out of people. I found this book useful and I also found myself looking at my own actions and the actions of others around me (including my management) to see how open and transparent I am in my work. For me I am glad I read this book as it validated my own thoughts of the changes we are seeing take place. This book has certainly given me some new ideas and helped me push my own boundaries of what I can do. The book has a number of action plans at the end of some of the chapters such as "Conducting you Openness Audit" that I think have helped me take thoughts and ideas and turn them into concrete action items. I have included a link to the introduction of the book here if anyone wants to have a read of it. If anyone else has read this book, it would be great to hear your thoughts/comments/review. Leave your comments below. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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  • libreoffice-base not configured yet

    - by Wicky
    I have the LibreOffice ppa installed (ppa:libreoffice/ppa) and today I had a problem after updating. I got the following error. Reading package lists ... Done Building dependency tree Reading state information ... Ready You might want to run 'apt-get -f install' to correct these. The following packages have unmet dependencies: libreoffice-base: Depends: libreoffice-base-core (= 1: 4.3.0-0ubuntu1 ~ precise1) but 4.3.0-3ubuntu1 ~ precise1 is installed Depends: libreoffice-base-drivers (= 1: 4.3.0-0ubuntu1 ~ precise1) but 4.3.0-3ubuntu1 ~ precise1 is installed Depends: libreoffice-core (= 1: 4.3.0-0ubuntu1 ~ precise1) but 4.3.0-3ubuntu1 ~ precise1 is installed libreoffice-core: Breaks: libreoffice-base (<1: ~ 4.3.0-3ubuntu1 precise1) but 4.3.0-0ubuntu1 ~ precise1 is installed E: Unmet dependencies. Try to use -f. After trying sudo apt-get install -f I got the following output Pakketlijsten worden ingelezen... Klaar Boom van vereisten wordt opgebouwd De status informatie wordt gelezen... Klaar Vereisten worden gecorrigeerd... Klaar De volgende extra pakketten zullen geïnstalleerd worden: libreoffice-base Voorgestelde pakketten: libreoffice-gcj libreoffice-report-builder unixodbc De volgende pakketten zullen opgewaardeerd worden: libreoffice-base 1 pakketten opgewaardeerd, 0 pakketten nieuw geïnstalleerd, 0 te verwijderen en 0 niet opgewaardeerd. 3 pakketten niet volledig geïnstalleerd of verwijderd. Er moeten 0 B/2170 kB aan archieven opgehaald worden. Door deze operatie zal er 2841 kB extra schijfruimte gebruikt worden. Wilt u doorgaan [J/n]? dpkg: vereistenproblemen verhinderen de configuratie van libreoffice-base: libreoffice-base is afhankelijk van libreoffice-base-core (= 1:4.3.0-0ubuntu1~precise1); maar: Versie van libreoffice-base-core op dit systeem is 1:4.3.0-3ubuntu1~precise1. libreoffice-base is afhankelijk van libreoffice-base-drivers (= 1:4.3.0-0ubuntu1~precise1); maar: Versie van libreoffice-base-drivers op dit systeem is 1:4.3.0-3ubuntu1~precise1. libreoffice-base is afhankelijk van libreoffice-core (= 1:4.3.0-0ubuntu1~precise1); maar: Versie van libreoffice-core op dit systeem is 1:4.3.0-3ubuntu1~precise1. libreoffice-core (1:4.3.0-3ubuntu1~precise1) breaks libreoffice-base (<< 1:4.3.0-3ubuntu1~precise1) and is geïnstalleerd. Version of libreoffice-base to be configured is 1:4.3.0-0ubuntu1~precise1. dpkg: fout bij afhandelen van libreoffice-base (--configure): vereistenproblemen - blijft ongeconfigureerd dpkg: vereistenproblemen verhinderen de configuratie van libreoffice-report-builder-bin: libreoffice-report-builder-bin is afhankelijk van libreoffice-base; maar:Er is geen apport-verslag weggeschreven omdat de foutmelding volgt op een eerdere mislukking. Pakket libreoffice-base is nog niet geconfigureerd. dpkg: fout bij afhandelen van libreoffice-report-builder-bin (--configure): vereistenproblemen - blijft ongeconfigureerd dpkg: vereistenproblemen verhinderen de configuratie van libreoffice: libreoffice is afhankelijk van libreoffice-base; maar: Pakket libreoffice-base is nog niet geconfigureerd. libreoffice is afhankelijk van libreoffice-report-builder-bin; maar: Pakket libreoffice-report-builder-bin is nog niet geconfigureerd. dpkg: fout bij afhandelen van libreoffice (--configure): vereistenproblemen - blijft ongeconfigureerd Er is geen apport-verslag weggeschreven omdat de foutmelding volgt op een eerdere mislukking. Er is geen apport-verslag weggeschreven omdat de foutmelding volgt op een eerdere mislukking. Fouten gevonden tijdens behandelen van: libreoffice-base libreoffice-report-builder-bin libreoffice E: Sub-process /usr/bin/dpkg returned an error code (1) How can I solve this problem so the dependencies are solved? Do I have to configure libreoffice-base manually?

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  • Oracle's Australian Graduate Recruitment Program

    - by david.talamelli
    I have been with Oracle for 5 years now and one thing that I have found that there is never a shortage of here is - Variety. Over the last 5 years I have had the opportunity to work on projects across various countries, across various technologies and skill-sets and also across various level of seniority. No two days are the same. One of the projects I was fortunate to be involved in occurred last year and it is one of the ones that is closest to me. Last year I was able to take responsibility for our 2011 Graduate Recruitment drive in Australia. Two weeks ago I went to Sydney to meet our Graduates who started in February 2011 with us and it was great to see them come to the end (or beginning actually) of our journey together. I am excited at the potential of what our Graduates careers will develop into here with us. I remember at our interviewing last year trying to explain life in Oracle, it is great to see those same Graduates with us now learning and developing life and business skills that I hope they will take with them in their professional careers. I was talking to one of my colleagues this week who mentioned the excitement and energy that our new Graduates bring is infectious, and I agree it really is. Our Graduates have a big learning curve ahead of them and they are about to start going on rotations into some of our Business Groups - but I think it is a great experience to see how a global company operates and pulls together to achieve results together. Here is a picture we took the other week of this year's Oracle Graduates (if any of our Graduates are reading this blog - it was great seeing you in NSW and I do wish you all the success here at Oracle) Once again Oracle's Graduate Program will be running in 2011 in Australia (Graduates will start in Jan/Feb 2012). The Oracle Australia Graduate Development Program is a one-year program consisting of orientation, formal training, project rotations in one core line of business and finally job placement. The formal training is a combination of structured development programs on soft skills and functional competencies via various delivery formats. Graduates are also expected to work in a team environment and complete multiple projects addressing real business challenges and at the time gaining a broad business understanding. For our Australia program we are hiring in our North Ryde and Melbourne offices. Resume submissions are being accepted now. First Round interviews will take place in June 2011 with Final Round interviews in July 2011. The Australia Graduate Program is open to Australian Residents and Citizens who are either in the final year of their studies or have graduated the previous year. For more details on Oracle and our Graduate Program visit our Campus website To express your interest, mail your resume to [email protected]

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  • Interviews Gone Bad.....Now What Do I Do?

    - by david.talamelli
    We have all done it at some stage of our working careers - you know those times when you leave an interview and then you think to yourself "why didn't I ask that question" or "I can't believe I said that" or "how could I have forgotten to say that". It happens to everyone but how you handle things moving forwards could be critical in helping you land that dream job. There is nothing better than seeing that dream job with the dream company that you are looking to work for advertised (or in some cases getting called by the Recruiter to let you know about that job). The role may seem perfect and it could be just what you are looking for and it is with the right company as well. You have sent in your resume and have subsequently had one, two or maybe three interviews for the role. After each step of the process you get a little bit more excited about the role as you start to think about your work day in your new role/company. Then it happens, you get it: you get The Phone Call to inform you that you have not been successful in securing the position that you have invested so much time and effort into. It can be disappointing to hear this news but what you do next is important in potentially keeping that door open for future opportunities with that company. How you handle yourself in this situation is important: if any of you remember the Choose Your Own Adventure Books do you: Tell the Recruiter (maybe get aggressive) they are wrong in their assessment and that you are the right candidate for the role Switch off and say ok thanks and hang up without engaging in any further dialogue Thank the company for their time and enquire if there may be any other opportunities in the future to explore If you chose the first option - the company in question may consider whether or not to look at you for other opportunities. How you handle yourself in the recruitment process could be an indication of how you would deal with clients/colleagues in your role and the impression that you leave a potential employer may be what sticks in their mind when they think of you (eg: isn't that the person who couldn't handle it when we told him he wasn't right for our role). The second option potentially produces a similar outcome. If you rush to get off the phone, the company may come back to you to talk about other roles when they come up, but you also leave open the potential thought with the company you were only interested in that role and therefore not interested in any other opportunities. Why take the risk of the company thinking that and potentially not getting back to you in the future. By picking the third option, you actively engage with the company and keep the dialogue open for future discussions. Ok, so you didn't get the role you interviewed for - you don't know who else the company may have been interviewing - maybe they found someone who was a better fit, or maybe there were too many boxes you didn't tick to step straight into that specific role. Take a deep breath and keep the company engaged. You are fresh in their mind - take advantage of that fact and let them know that while you respect their decision, that you are still interested in the company and would like to be kept in mind for future roles. Ask if it is ok to keep in touch and when they would like to keep in touch, as long as you are interested let them know you are still interested. You do need to balance that though if you come across as too keen or start stalking people - it could equally damage your brand. Companies normally have more than one open role. New roles are created all the time, circumstances change and hiring people is not a static business, it changes course from everyone's best laid initial plans. If you didn't get that initial role you wanted, keep the door open with that company so that when those new roles do come up or when circumstances do change you have already laid the ground to step into those new positions.

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  • Your Job Search Should be More Than Just a New Year's Resolution

    - by david.talamelli
    I love the beginning of a new year, it is a great chance to refocus and either re-evaluate goals you are working to or even set new ones. I don't have any statistics to measure this but I am sure that one of the more popular new year's resolutions in the general workforce is to either get a new job or work to further develop one's career. I think this is a good idea, in today's competitive work force people should have a plan of what they want to do, what role they are after and how to get there. One common mistake I think many people make though is that a career plan shouldn't be a once a year thought. When people finish with the holiday season with their new year's resolution to find a new job fresh in their mind, you can see the enthusiasm and motivation a person has to make something happen. Emails are sent, calls are made, applications are made, networking is happening, etc..... Finding the right role that you are after however can be difficult, while it would be great if that dream role was available just at the time you happened to be looking for it - in reality this is not always the case. Job Seekers need to keep reminding themselves that while sometimes that dream job they are after is available at the same time they are looking, that also a Job search can be a difficult and long process. Many people who set out with the best of intentions in January to find a new job can soon lose interest in a job search if they do not immediately find a role. Just like the Christmas decorations are put away and the photos from New Year's are stored away - a Job Seeker's motivation may slowly decrease until that person finds themselves 12 months later in the same situation in same role and looking for that new opportunity again. Rather than just "going for it" and looking for a role in the month of January, a person's job search or career plan should be an ongoing activity and thought process that is constantly updated and evaluated over the course of the year. It can be hard to stay motivated over an extended period of time, especially when you are newly motivated and ready for that new role and the results are not immediate. Rather than letting your job search fall down the priority list and into the "too hard basket" a few ideas that may keep your enthusiasm fresh Update your resume every 6 months, even if you are not looking for a job - it is easy to forget what you have accomplished if you don't keep your details updated. Also it is good to be prepared and have a resume ready to go in case you do get an unexpected phone call for that 'dream job' you have been hoping for. Work out what you want out of your next role before you begin your job search - rather than aimlessly searching job ads or talking to people - think of the organisations or type of role you would like before you search. If you know what you are looking for it will be much easier to work out how to get there than if you do not know what you want. Don't expect immediate results once you decide to look for another job, things don't always fall into place. Timing and delivery can be important pieces of being selected for a role, companies don't hire every role in January. Have an open mind - people you meet or talk to may not result in immediate results for your job search but every connection may help you get a bit closer to what you are after . These actions will not guarantee a positive result, but in today's competitive work force every little of extra preparation and planning helps. All the best for 2011 and I hope your career plan whatever it may be is a success.

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  • The 2010 JavaOne Java EE 6 Panel: Where We Are and Where We're Going

    - by janice.heiss(at)oracle.com
    An informative article, based on a 2010 JavaOne (San Francisco, California) panel session, surveys a variety of expert perspectives on Java EE 6.The panel, moderated by Oracle's Alexis Moussine-Pouchkine, consisted of:* Adam Bien, Consultant Author/ Speaker, adam-bien.com* Emmanuel Bernard, Principal Software Engineer, JBoss by Red Hat,* David Blevins, Senior Software Engineer, and co-founder of the OpenEJB project and a     founder of Apache Geronimo* Roberto Chinnici, Technical Staff Consulting Member, Oracle* Jim Knutson, Java EE Architect, IBM* Reza Rahman, Lead Engineer, Caucho Technology, Inc.,* Krasimir Semerdzhiev, Development Architect, SAP Labs BulgariaThe panel addressed such topics as Platform and API Adoption, Contexts and Dependency Injection (CDI), Java EE vs. Spring, the impact of Java EE 6 on tooling and testing, Java EE.next, along with a variety of audience questions. Read the entire article for the whole picture.

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  • NorthWest Arkansas TechFest

    - by dmccollough
    David Walker is taking Tulsa TechFest on the road to NorthWest Arkansas When Thursday, July 8th 2010 Where Center for Nonprofits @St. Mary’s 1200 West Walnut Street Rogers, Ar 72756 479-936-8218 Map it with Bing! What is NorthWest Arkansas TechFest ? It is a technical conference with a primary focus to provide training/teaching sessions that are immediately beneficial to the broadest range of IT professionals in their day-to-day jobs. We can accomplish this with numerous national and international speakers delivering 75 minute sessions. A charitable non-profit event organized by local area volunteers. Even though it its a free event, we ask that you support the community and PLEASE bring TWO CANS or TWO BUCKS. All canned food will be donated to the NWA Food Bank and all proceeds will be donated to the The Jones Center. Since our first event in the Tulsa area back in 1996, many other communities have been following our example by hosting their own TechFest events: Vancouver TechFest, Houston TechFest, Dallas TechFest, Alberta TechFest and Indy TechFest. We are very PROUD to now bring the event to NorthWest Arkansas! Who should Attend? Every IT Professional IT Job seekers and IT Recruiters and Hiring Managers Developers of all languages Graphic and Web Designers Infrastructure, IT and System Administrators eMarketing Professionals Project Managers Compliance Managers IT Directors and Mangers Chief Compliance Officers Chief Security Officers CIOs/CTOs CEOs/Executive Officers With this many hours of training, anyone in the or wanting to get into the IT Industry will definitely find interesting and instructional presentations by professional speakers. Want to keep informed? More information can be found here.

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  • How do I deselect grid row when grouping in David Poll's silverlight CollectionPrinter

    - by kpg
    I'm using David Poll's CollectionPrinter and modifications by Fama to perform grouping. I'm using the control to print a datagrid with grouping and it works well if not a little slow. Problem: When the grid is displayed the first row of the grid is selected and the first cell of the row is also selected. I want to either deselect the row or change the datagrid template to make selected rows/cells appear as not selected. I tried to specify a grid template to change the row/cell selection appearance but when I added the default template I got a COM error of all things - anyway I concluded that what I was doing was not compatible with the SLab libraries, or perhaps because the grid was specified in a datatemplate. In any case I abandoned that approach. Since I have the SLab source if I understood it more there may be a way to deselect the row after from that side of things - but I know the SLaB CommectionPrinter does not rely on the data template to be a grid, so I'm not sure how to modify the code to accomplish what I want. Question: How can I prevent the row from being selected or deselect it once it is or change the appearance of the selectd row when using the CollectionPrinter with grouping? Note that the row selection problem may occur without grouping as well, I don;t know, but it definatly does with grouping.

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  • List of resources for database continuous integration

    - by David Atkinson
    Because there is so little information on database continuous integration out in the wild, I've taken it upon myself to aggregate as much as possible and post the links to this blog. Because it's my area of expertise, this will focus on SQL Server and Red Gate tooling, although I am keen to include any quality articles that discuss the topic in general terms. Please let me know if you find a resource that I haven't listed! General database Continuous Integration · What is Database Continuous Integration? (David Atkinson) · Continuous Integration for SQL Server Databases (Troy Hunt) · Installing NAnt to drive database continuous integration (David Atkinson) · Continuous Integration Tip #3 - Version your Databases as part of your automated build (Doug Rathbone) · How the "migrations" approach makes database continuous integration possible (David Atkinson) · Continuous Integration for the Database (Keith Bloom) Setting up Continuous Integration with Red Gate tools · Continuous integration for databases using Red Gate tools - A technical overview (White Paper, Roger Hart and David Atkinson) · Continuous integration for databases using Red Gate SQL tools (Product pages) · Database continuous integration step by step (David Atkinson) · Database Continuous Integration with Red Gate Tools (video, David Atkinson) · Database schema synchronisation with RedGate (Vincent Brouillet) · Database continuous integration and deployment with Red Gate tools (David Duffett) · Automated database releases with TeamCity and Red Gate (Troy Hunt) · How to build a database from source control (David Atkinson) · Continuous Integration Automated Database Update Process (Lance Lyons) Other · Evolutionary Database Design (Martin Fowler) · Recipes for Continuous Database Integration: Evolutionary Database Development (book, Pramod J Sadalage) · Recipes for Continuous Database Integration (book, Pramod Sadalage) · The Red Gate Guide to SQL Server Team-based Development (book, Phil Factor, Grant Fritchey, Alex Kuznetsov, Mladen Prajdic) · Using SQL Test Database Unit Testing with TeamCity Continuous Integration (Dave Green) · Continuous Database Integration (covers MySQL, Perason Education) Technorati Tags: SQL Server,Continous Integration

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  • Interview de David Booth et Jevgeni Kabanov de la société ZeroTurnaround au sujet de JRebel, leur ou

    Bonjour, David et Jevgueni, de la société ZeroTurnaround, éditeur de l'outil de productivité JRebel pour le développement Java, ont accepté de répondre à nos questions sur leur société et leur produit phare. Retrouvez l'interview en ligne : http://java.developpez.com/interview...around/jrebel/ Y-a-t'il d'autres questions que vous auriez aimé soumettre à ZeroTurnaround ? Voir aussi : ZeroTurnaroun...

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  • Apache: domains working fine, subdomains not working anymore

    - by David Lawson
    Hi there, I'm not sure when, but suddenly subdomains aren't working on my server. e.g. www.davidlawson.co works, but david.lawson.co isn't working. <VirtualHost 173.203.109.191:80> ServerAdmin [email protected] ServerName david.lawson.co ServerAlias davidlawson.co ServerAlias www.davidlawson.co DocumentRoot /var/www/lawson/david <Directory /var/www/lawson/david/> Options -Indexes FollowSymLinks MultiViews AllowOverride All Order allow,deny allow from all </Directory> ErrorLog /var/log/apache2/lawson/david/error.log # Possible values include: debug, info, notice, warn, error, crit, # alert, emerg. LogLevel warn CustomLog /var/log/apache2/lawson/david/access.log combined </VirtualHost> Any suggestions on how to debug this further, or what the problem might be?

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  • WORD CERTIFIED IMPLEMENTATION SPECIALIST EN LAAT ORACLE UNIVERSITY U ASSISTEREN HIERMEE

    - by mseika
    WORD CERTIFIED IMPLEMENTATION SPECIALIST EN LAAT ORACLE UNIVERSITY U ASSISTEREN HIERMEE Word gespecialiseerd!Oracle weet exact welke competenties implementatie specialisten moeten opbouwen en beseft de bijbehorende inspanning die hiervoor nodig is. Het nieuwe Specialized programma van Oracle PartnerNetwork biedt een scala van certificering mogelijkheden aan (Specializations) die aantonen dat de benodigde kennis en vaardigheden bij u en bij uw teamleden aanwezig zijn.Word erkend! Bevestig uw kennis en vaardigheden en ontvang de beloning die u verdient door examens te halen voor de hele portefeuille van producten en oplossingen die Oracle aanbiedt. Haal het examen en ontvang uw OPN Specialist Certificaat. Stap 1: Kies uw SpecialisatieBekijk de Specialization Guide (PDF) - ons aanbod van Specialisaties voor de individu. Stap 2: Bereik de vereiste kennis en de vaardighedenBoek een Oracle University OPN Only Bootcamp en bereik de vereiste kennis en de vaardigheden om een Certified Implementation Specialist te worden.Wij hebben voor u de volgende Bootcamps geselecteerd en de komende maanden ingepland bij Oracle University in Utrecht, The Netherlands: Boot Camp Duur Data Voorbereiding voor Specialization (Exam Code) Database Oracle Database 11g Specialist 5 21-25 jan 12 Oracle Database 11g Certified Implementation Specialist (1Z0-514) Oracle Data Warehousing 11g Implementation 5 3-7 dec 12 3-7 apr 13 Data Warehousing 11g Certified Implementation Specialist (1Z0-515) Exadata Oracle Exadata 11g Technical Boot Camp 3 28-30 jan 13 Oracle Exadata 11g Certified Implementation Specialist (1Z0-536) Fusion Middleware Oracle AIA 11g Implementation 4 20-22 feb 13 Oracle Application Integration Architecture 11g Certified Implementation Specialist (1Z0-543) Oracle BPM 11g Implementation 4 15-18 okt 12 14-17 jan 12 15-18 apr 13 Oracle Unified Business Process Management Suite 11g Billing Certified Implementation Specialist (1Z0-560) Oracle WebCenter 11g Implementation 4 10-13 okt 12 5-8 feb 13 Oracle WebCenter Portal 11g Certified Implementation Specialist (1Z0-541) Oracle Identity Administration and Analytics 11g Implementation 3 7-9 nov 12 6-8 mrt 13 Identity Administration and Analytics 11g Certified Implementation Specialist (1Z0-545) Business Intelligence and Datawarehousing Oracle BI Enterprise Edition 11g Implementation 5 24-28 sep12 11-15 mrt 13 Boek een Boot Camp: U kunt online boeken of gebruik maken van dit inschrijfformulier Prijzen: U merkt dat de ‘OPN Only’ Boot Camps in prijs sterk gereduceerd zijn en bovendien is uw OPN korting (silver, gold, platinum of diamond) nog steeds van toepassing! Stap 3: Boek en neem uw examen afBezoek de examenregistratie web-pagina en lees de instructies voor het boeken van uw examen bij een Pearson VUE Authorized Testcentrum. Examens kunnen betaald worden door één van de gratis examen vouchers die uw bedrijf heeft, door een voucher aan te schaffen bij Oracle University of met uw creditcard bij het Pearson VUE Testcentrum. Stap 4: Ontvang uw OPN Specialist CertificateGefeliciteerd! U bent nu een Certified Implementation Specialist. Heeft u meer informatie of assistentie nodig?Neem dan contact op met uw Oracle University Account Manager of met onze Education Service Desk: eMail: [email protected]:+ 31 30 66 99 244 Bij het boeken graag de volgende code vermelden: E1229

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  • t-sql i am transforming data

    - by João Pedro Portelinha
    I am transforming data from this legacy table: MovTime (IdMov INT, IdPerson NVARCHAR(20), Date1 datetime, Type1 nvarchar(30) ) IdMov IdPerson Date1 Type ----------- -------------------- ----------------------- ------------------------------ 1 David 2012-06-01 09:00:00.000 Entered 2 David 2012-06-01 12:30:00.000 Exit 3 David 2012-06-01 14:00:00.000 Entered 4 David 2012-06-01 18:30:00.000 Exit 5 Kim 2012-06-02 09:00:00.000 Entered 6 Kim 2012-06-02 12:00:00.000 Exit ... I want the result to be the following: IdPerson Data Total Time ---------- ---------- ---------- David 2012-06-01 08:00:00 Kim 2012-06-02 03:00:00 T-SQL declare @WK_TABLE TABLE (IdMov INT, IdPerson NVARCHAR(20), Date1 datetime, Type1 nvarchar(30)) Insert into @WK_TABLE values(1,'David', '2012-06-01 09:00', 'Entered') Insert into @WK_TABLE values(2,'David', '2012-06-01 12:30', 'Exit') Insert into @WK_TABLE values(3,'David', '2012-06-01 14:00', 'Entered') Insert into @WK_TABLE values(4,'David', '2012-06-01 18:30', 'Exit') Insert into @WK_TABLE values(5,'Kim', '2012-06-02 09:00', 'Entered') Insert into @WK_TABLE values(6,'Kim', '2012-06-02 12:00', 'Exit') select * from @WK_TABLE Can someone help me?

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  • Can't get Passwordless (SSH provided) SFTP working

    - by Shoaibi
    I have chrooted sftp setup as below. # Package generated configuration file # See the sshd_config(5) manpage for details # What ports, IPs and protocols we listen for Port 22 # Use these options to restrict which interfaces/protocols sshd will bind to #ListenAddress :: #ListenAddress 0.0.0.0 Protocol 2 # HostKeys for protocol version 2 HostKey /etc/ssh/ssh_host_rsa_key HostKey /etc/ssh/ssh_host_dsa_key #Privilege Separation is turned on for security UsePrivilegeSeparation yes # Lifetime and size of ephemeral version 1 server key KeyRegenerationInterval 3600 ServerKeyBits 768 # Logging SyslogFacility AUTH LogLevel INFO # Authentication: LoginGraceTime 120 PermitRootLogin without-password StrictModes yes AllowGroups admins clients RSAAuthentication yes PubkeyAuthentication yes #AuthorizedKeysFile %h/.ssh/authorized_keys # Don't read the user's ~/.rhosts and ~/.shosts files IgnoreRhosts yes # For this to work you will also need host keys in /etc/ssh_known_hosts RhostsRSAAuthentication no # similar for protocol version 2 HostbasedAuthentication no # Uncomment if you don't trust ~/.ssh/known_hosts for RhostsRSAAuthentication #IgnoreUserKnownHosts yes # To enable empty passwords, change to yes (NOT RECOMMENDED) PermitEmptyPasswords no # Change to yes to enable challenge-response passwords (beware issues with # some PAM modules and threads) ChallengeResponseAuthentication no # Change to no to disable tunnelled clear text passwords #PasswordAuthentication yes # Kerberos options #KerberosAuthentication no #KerberosGetAFSToken no #KerberosOrLocalPasswd yes #KerberosTicketCleanup yes # GSSAPI options #GSSAPIAuthentication no #GSSAPICleanupCredentials yes X11Forwarding yes X11DisplayOffset 10 PrintMotd no PrintLastLog yes TCPKeepAlive yes #UseLogin no #MaxStartups 10:30:60 #Banner /etc/issue.net # Allow client to pass locale environment variables AcceptEnv LANG LC_* #Subsystem sftp /usr/lib/openssh/sftp-server # Set this to 'yes' to enable PAM authentication, account processing, # and session processing. If this is enabled, PAM authentication will # be allowed through the ChallengeResponseAuthentication and # PasswordAuthentication. Depending on your PAM configuration, # PAM authentication via ChallengeResponseAuthentication may bypass # the setting of "PermitRootLogin without-password". # If you just want the PAM account and session checks to run without # PAM authentication, then enable this but set PasswordAuthentication # and ChallengeResponseAuthentication to 'no'. UsePAM yes Subsystem sftp internal-sftp Match group clients ChrootDirectory /var/chroot-home X11Forwarding no AllowTcpForwarding no ForceCommand internal-sftp a dummy user root:~# tail -n1 /etc/passwd david:x:1000:1001::/david:/bin/sh Now in this case david can sftp using say filezilla client and he is chrooted to /var/chroot-home/david/. But what if i was to setup a passwordless auth? I have tried pasting his key in /var/chroot-home/david/.ssh/authorized_keys but no use, tried ssh'ing as david to the box and it just stops at "debug1: Sending env LC_CTYPE = C" after i supply it password and there is nothing shown in auth.log, may be because it can't find the homedir. If i do "su - david" as root i see "No directory, logging in with HOME=/" which makes sense. Symlink doesn't help either. I have also tried with: Match group clients ChrootDirectory /var/chroot-home/%u X11Forwarding no AllowTcpForwarding no ForceCommand internal-sftp a dummy user root:~# tail -n1 /etc/passwd david:x:1000:1001::/var/chroot-home/david:/bin/sh This way if i don't change /var/chroot-home/david to root:root sshd complains about bad ownership or permission modes, and if i do, david can no longer upload/delete anything directly in his home while using sftp from filezilla.

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  • Tom Kyte Budapestre jön!

    - by Lajos Sárecz
    Épp azon tunodöm, hogy blogom olvasói között van-e olyan, aki ne ismerné a asktom.oracle.com oldalt. Gyanítom, hogy kevesen vannak. Bár Tom mostanában elég elfoglaltnak tunik, hiszen népszeru oldalán jelenleg azt kéri, hogy elmaradásai miatt késobb kérdezzenek tole, most csupán a már megválaszolt kérdések böngészésére van lehetoség. Megjegyzem ez sem kis ajándék, ráadásul a mester aktivitását mutatja az az adat, amely a fooldalon látható: Az elmúlt négy hétben 47 új kérdést kapott, elolvasott 532 reakciót és megválaszolt ezek közül 380-at. Csoda, hogy van ideje átruccanni Európába, és eloadást tartani a hazai szakembereknek is. Információim szerint ez olyannyira egyedülálló lehetoség lesz, hogy eddig még ilyen nem volt Magyarországon, másrészt valószínuleg a jövoben nem is nagyon lesz még a régióban sem, mivel egyre inkább az a trend hogy úgynevezett virtual class-okat fog tartani o is, azaz személyesen majd maximum az éves OpenWorld konferencián lehet ot látni egy-egy eloadás erejéig. Áprilisban, Budapesten viszont két teljes napig lehet hallgatni tole a hasznosabbnál hasznosabb tanácsokat. Mik is lesznek ezek? Miért fontos a bind változók használata? Hogyan segíti a teljesítményt, a skálázhatóságot és még a biztonságot is? Hogyan muködik a materializált nézet? Mikor érdemes használni és hogyan lehet a leghasznosabbá tenni? Mikor milyen indexet érdemes használni? Mindenki tisztában van azzal, hogy indexekre szükség van, az már kevésbé egyértelmu mikor melyiket érdemes használni az optimális teljesítmény érdekében. Az eloadáson választ kapunk arra is Tom Kyte-tól, milyen szempontok alapján kell kiválasztani a megfelelo indexelést. Milyen adattárolási formákat érdemes választani? Elsore tán nem is gondolnánk hányféle trükk van az adatok optimális tárolására. Hogy csak a legfontosabbakat említsem: klaszeterezett adatszervezés, index-szervezésu tábla, particionálás, tömörítés. Mikor van szükség az adatok átszervezésére? Mik a legjobb technikák az adatok átszervezésére, hogyan lehet ezt úgy végrehajtani, hogy legkevésbé érintse az alkalmazás felhasználóit? Azt gondolom ezek a témák minden gyakorló rendszergazdának és Oracle fejlesztonek ismerosen csengenek, azonban abban egészen biztos vagyok, hogy mindenki számos újdonságot, hasznos tanácsot kaphat, ha részt vesz Thomas Kyte 2 napos tréningjén. Ja és nem utolsó sorban, egészen biztos, hogy lehetoség lesz kérdezni is Tom-tól! További információ és a regisztráció az Oracle University oldalán érheto el.

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  • trouble with algorithm

    - by rebel_UA
    David likes number of estimates with base "k" and not a multiple(a%2!=0) of the number of zeros at the end. Set system and the number of the order and print it I need to optimi this algoritm: class David{ private: int k; public: David(); David(int); int operator[] (int); }; David::David(){ k=10; }; David::David(int k){ this->k=k; } int David::operator[] (int n){ int q; int p; int i=1; for(int r=0;r<n;i++){ q=0; p=i; for(;;){ if(p%k) break; if(p==0) break; ++q; p/=k; } if(q%2){ r++; } } return i-1; }

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  • Dutch for once: op zoek naar een nieuwe uitdaging!

    - by Dennis Vroegop
    Originally posted on: http://geekswithblogs.net/dvroegop/archive/2013/10/11/dutch-for-once-op-zoek-naar-een-nieuwe-uitdaging.aspxI apologize to my non-dutch speaking readers: this post is about me looking for a new job and since I am based in the Netherlands I will do this in Dutch… Next time I will be technical (and thus in English) again! Het leuke van interim zijn is dat een klus een keer afloopt. Ik heb heel bewust gekozen voor het leven als freelancer: ik wil graag heel veel verschillende mensen en organisaties leren kennen. Dit werk is daar bij uitstek geschikt voor! Immers: bij iedere klus breng ik niet alleen nieuwe ideeën en kennis maar ik leer zelf ook iedere keer ontzettend veel. Die kennis kan ik dan weer gebruiken bij een vervolgklus en op die manier verspreid ik die kennis onder de bedrijven in Nederland. En er is niets leukers dan zien dat wat ik meebreng een organisatie naar een ander niveau brengt! Iedere keer een ander bedrijf zoeken houdt in dat ik iedere keer weg moet gaan bij een organisatie. Het lastige daarvan is het juiste moment te vinden. Van buitenaf gezien is dat lastig in te schatten: wanneer kan ik niets vernieuwends meer bijdragen en is het tijd om verder te gaan? Wanneer is het tijd om te zeggen dat de organisatie alles weet wat ik ze kan bijbrengen? In mijn huidige klus is dat moment nu aangebroken. In de afgelopen elf maanden heb ik dit bedrijf zien veranderen van een kleine maar enthousiaste groep ontwikkelaars naar een professionele organisatie met ruim twee keer zo veel ontwikkelaars. Dat veranderingsproces is erg leerzaam geweest en ik ben dan ook erg blij dat ik die verandering heb kunnen en mogen begeleiden. Van drie teams met ieder vijf of zes ontwikkelaars naar zes teams met zeven tot acht ontwikkelaars per team groeien betekent dat je je ontwikkelproces heel anders moet insteken. Ook houdt dat in dat je je teams anders moet indelen, dat de organisatie zelf anders gemodelleerd moet worden en dat mensen anders met elkaar om moeten gaan. Om dat voor elkaar te krijgen is er door iedereen heel hard gewerkt, is er een aantal fouten gemaakt, is heel veel van die fouten geleerd en is uiteindelijk een vrijwel nieuw bedrijf ontstaan. Het is tijd om dit bedrijf te verlaten. Ik ben benieuwd waar ik hierna terecht kom: ik ben aan het rondkijken naar mogelijkheden. Ik weet wèl: het bedrijf waar ik naar op zoek ben, is een bedrijf dat openstaat voor veranderingen. Veranderingen, maar dan wel met het oog voor het individu; mensen staan immers centraal in de software ontwikkeling! Ik heb er in ieder geval weer zin in!

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  • Howto add a changed file to an older (not last) commit in Git

    - by David Klein
    Hey, I changed several things over the last hour and committed them step by step. But I just realized I've forgot to add a changed file some commits ago. The Log looks like this: GIT TidyUpRequests u:1 d:0> git log commit fc6734b6351f6c36a587dba6dbd9d5efa30c09ce Author: David Klein <> Date: Tue Apr 27 09:43:55 2010 +0200 The Main program now tests both Webservices at once commit 8a2c6014c2b035e37aebd310a6393a1ecb39f463 Author: David Klein <> Date: Tue Apr 27 09:43:27 2010 +0200 ISBNDBQueryHandler now uses the XPath functions from XPath.fs too commit 06a504e277fd98d97eed4dad22dfa5933d81451f Author: David Klein <> Date: Tue Apr 27 09:30:34 2010 +0200 AmazonQueryHandler now uses the XPath Helper functions defined in XPath.fs commit a0865e28be35a3011d0b6091819ec32922dd2dd8 <--- changed file should go here Author: David Klein <> Date: Tue Apr 27 09:29:53 2010 +0200 Factored out some common XPath Operations Any ideas? :)

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  • sudo: apache restarting a service on CentOS

    - by WaveyDavey
    I need my web app to restart the dansguardian service (on CentOS) so it needs to run '/sbin/service dansguardian restart' I have a shellscript in /home/topological called apacherestart.sh which does the following: #!/bin/sh id=`id` /sbin/service dansguardian restart r=$? return $r This runs ok (logger statement in script for testing output to syslog, so I know it's running) To make it run, I put this in /etc/sudoers: User_Alias APACHE=www # Cmnd alias specification Cmnd_Alias HTTPRESTART=/home/topological/apacherestart.sh,/sbin/e-smith/db,/etc/rc7.d/S91dansguardian # Defaults specification # User privilege specification root ALL=(ALL) ALL APACHE ALL=(ALL) NOPASSWD: HTTPRESTART So far so good. But the service does not restart. To test this I created a user david, and fudged the uid/gid in /etc/passwd to be the same as www: www:x:102:102:e-smith web server:/home/e-smith:/bin/false david:x:102:102:David:/home/e-smith/files/users/david:/bin/bash then logged in as david and tried to run the apacherestart.sh. The problem I get is: /etc/rc7.d/S91dansguardian: line 51: /sbin/e-smith/db: Permission denied even though S91dansguardian and db are in the sudoers command list. Any ideas?

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  • MVPs and the Community

    - by andyleonard
    Introduction Earlier this month, David Woods decided to drop his MVP award . The move inspired some interesting comments and discussion among MVPs. David's points are: MVP Expertise Microsoft Technology Products Microsoft "Listens" Cost-Benefits for an MVP MVP Expertise After mentioning he's encountered MVPs who are not experts, David states: "The way you get in is by contributing to the community." Honestly, I don't know the specifics of how someone becomes a Microsoft MVP . And I'm ok with that....(read more)

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  • Silverlight Cream for May 06, 2010 -- #857

    - by Dave Campbell
    In this Issue: Alan Beasley, Josh Twist, Mike Snow(-2-, -3-), John Papa(-2-), David Kelley, and David Anson(-2-). Shoutout: John Papa posted a question: Do You Want be on Silverlight TV? From SilverlightCream.com: ListBox Styling (Part 3 - Additional Templates) in Expression Blend & Silverlight Alan Beasley has part 3 of his ListBox styling tutorial in Expression Blend up... another great tutorial and all the code. Securing Your Silverlight Applications Josh Twist has a nice long post up on Securing your Silverlight apps... definitions, services, various forms of authentication. Silverlight Tip of the Day #13 – Silverlight Mobile Development Mike Snow has Tip of the Day #13 up and is discussing creating Silverlight apps for WP7. Silverlight Tip of the Day #14 – Dynamically Loading a Control from a DLL on a Server Mike Snow's Tip #14 is step-by-step instructions for loading a UserControl from a DLL. Silverlight Tip of the Day #15 – Setting Default Browse in Visual Studio Mike Snow's Tip #15 is actually a Visual Studio tip -- how to set what browser your Silverlight app will launch in. Silverlight TV 24: eBay’s Silverlight 4 Simple Lister Application Here we are with Silverlight TV Thursday again! ... John Papa is interviewing Dave Wolf talking about the eBay Simple Lister app. Digitally Signing a XAP Silverlight John Papa has a post up about Digitally signing a Silverlight XAP. He actually is posting an excerpt from the Silverlight 4 Whitepaper he posted... and he has a link to the Whitepaper so we can all read the whole thing too! Hacking Silverlight Code Browser David Kelley has a very cool code browser up to keep track of all the snippets he uses... and we can too... this is a tremendous resource... thanks David! Simple workarounds for a visual problem when toggling a ContextMenu MenuItem's IsEnabled property directly David Anson dug into a ContextMenu problem reported by a couple readers and found a way to duplicate the problem plus a workaround while you're waiting for the next Toolkit drop. Upgraded my Windows Phone 7 Charting example to go with the April Developer Tools Refresh David Anson also has a post up describing his path from the previous WP7 code to the current upgrading his charting code. Stay in the 'Light! Twitter SilverlightNews | Twitter WynApse | WynApse.com | Tagged Posts | SilverlightCream Join me @ SilverlightCream | Phoenix Silverlight User Group Technorati Tags: Silverlight    Silverlight 3    Silverlight 4    Windows Phone MIX10

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  • Have you registered? Oracle 'In Touch' PartnerCast: Be prepared for a year of growth

    - by Julien Haye
    Hi there Oracle Partners, We hope you’ve seen our recent blog post regarding the next Oracle ‘In Touch’ PartnerCast? Hosted by David Callaghan, Senior Vice President EMEA Alliances and Channels, to be broadcast on Tuesday 1st July 2014 from 10:30am UK/11:30am CET. David and his studio guests will be discussing the latest news from Oracle; including highlights of FY14, Strategic themes for FY15 and SaaS. We will also have an exclusive for ‘In Touch’ whereby David interviews Senior Vice President, Global Alliances & Channels, Rich Geraffo, on what the FY15 Oracle Global Partner Kick Off means for EMEA Oracle Partners. Also, David provides your chance to hear from some of the newly appointed Oracle Worldwide A&C Leadership Team. Got a question for David and his guests? Get in touch on Twitter using the hashtag #OracleInTouch or by emailing [email protected] to get your questions featured in the cast! To find out more information and to watch previous episodes on-demand, please visit our webpage here. We hope you can make it! Oracle EMEA Alliances & Channels

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